Switch Forum

SWITCH AND COMPETENCE FRAMEWORKEU SKILLS

14 January 2016

Fiona CraigZero Waste Scotland

Scottish Waste Industry Training Competency and Health & Safety

Employee Engagement Studies show:

• People want to come to work, understand their jobs, and know how their work contributes to the success of the organisation

• Strong employee engagement promotes a variety of outcomes that are good for employees and customers – and organisation itself

• Engaged employees “listen to the opinions of people close to the action (close to actual safety issues and quality or defect issues), and help people see the connection between their everyday work and the larger purpose or mission of the organisation”.

Workforce Development & Employee Engagement -Evidence Base

Engaging and developing staff has key benefits:

• Increases competence which in turn:

– Improves H&S records i.e. cuts down on accidents and injury

– Improves productivity… and therefore reduces cost and wastage

• Reduces staff turnover

• Increases staff morale

• Improves your teams skill set

• Improves team and individual performance

• Demonstrates investment in your workforce’s future

• Creates a workforce better equipped to cope with change

• Enables you to grow your own talent –it’s usually cheaper that recruiting new skills into a team (Easier to accept corporately than increasing team size?)

– Cheaper in the long run as recruitment is costly

– You know what you are getting – if you recruit you could bring someone in that doesn’t fit – then you have wasted time and money.

• So the real question is can you afford not to !

What SWITCH is doing to help - Competence Framework

• Aimed at providing a baseline for the industry to improve competence, and hence health and safety.

• Includes significant focus on health, safety and the environment.

• Organisations can assess the appropriateness and effectiveness of staff recruitment, training and performance

• Support the identification of areas for development – including much needed soft skills

• Support ongoing performance management and assessment.

• Informs training needs, design of training and development programmes

• Supports career planning and learning and development activities.

WASTE OPERATIVE COMPETENCIES MRF HWRC COLLECTION DRIVING MANUAL STREET MACHINE

COMPLY WITH WASTE LEGISLATION √ √ √ √ √ √

COMPLY WITH EMERGENCY PROCEDURES √ √ √ √ √ √

COMPLY WITH ENVIRONEMTAL LEGISLATION √ √ √ √ √ √

MAINTAIN HEALTHY & SAFE ENVIRONMENT √ √ √ √ √ √

PROCESS RECEIVED WASTE √ √ √ √ √ √

WORKING WITH OTHER PEOPLE √ √ √ √ √ √

MANUAL HANDLING -OBJECT HANDLING √ √ √ √ √ √

PROVIDE CUSTOMER SERVICE √ √ √ √ √ √

WORKING AT HEIGHT √ √ √ √

MANUAL COLLECTION OF WASTE √ √

MECHANICALLY HANDLE WASTE √ √ √ √ √

MANUAL STREET CLEANSING √

LOADING WASTE TRANSPORT VEHICLES √ √ √ √

TRANSPORTATION OF WASTE √

OPERATION OF PLANT & MACHINERY √ √ √

CONTROLLING VEHICLE MOVEMENT √ √ √

REPORTING & RECORDING OF INFORMATION √ √ √ √ √ √

SUPERVISION OF OPERATIONS √ √ √ √ √ √

MENTORING AND COACHING √ √ √ √ √ √

RISK ASSESSMENT √ √ √ √ √ √

STATEMENTS LEVEL 1 LEVEL 2 LEVEL 3

MAINTAIN HEALTHY & SAFE ENVIRONMENT

Understand & comply with health & safety and security arrangements relating to the work area within own area of responsibility.

Monitor, maintain and communicate all health & safety and security arrangements within own area of responsibility.

Develop, communicate, implement and manage health and safety policies and procedures and ensure all are adhered to.

Be aware of and communicate to others the known risks that may be present in and around the work area.

Be able to investigate and report accidents, incidents and dangerous occurrences on site in line with policies and procedures and implement agreed actions.

Monitor, report and review accidents, incidents and dangerous occurrences at site and liaise with external agencies and health and safety department. Have knowledge of RIDDOR regulations.

Understand hazards and methods to reduce risks and follow all reporting mechanisms.

Manage hazards & risks within area of work, also communicating risks to others.

Develop, communicate, implement and manage site security policies and procedures.

Follow organisational procedures to comply with Duty of Care regulations. Report/record accidents/incidents/and dangerous occurrences to relevant persons.

Follow Duty of Care and investigate and report on accidents, incidents and dangerous occurrences.

Manage & monitor external contractors.

Understand health and safety implications in own area of work and work in accordance with organisational procedures to minimise incidents occurring. Understand and be aware of the importance of COSHH assessments in all aspects of work carried out.

Understand requirement for health surveillance & monitoring including those within COSHH assessments and ensure they are undertaken as appropriate.

Develop, implement, communicate and review risk assessments including COSHH assessments for working areas. Ensure compliance with Duty of Care and monitor, report and review accidents, incidents and dangerous occurrences at site and liaise with external agencies and health and safety department. Develop, implement, communicate and review procedures for health surveillance and monitoring.

Competence Framework - Tools and Resources• Self- assessment questionnaire - currently being developed and will be

ready for use January 2016. It is being designed for Managers/supervisors to assess each individual staff member against the Competence Framework developed for their role.

• The tool will help:

- Further embed the Competence Framework within the organisations using it

- Clearly identify gaps in each individual’s knowledge and training

- Increase efficiency through better targeted training for those individuals

• To complement this a simple, easy to understand user guide is also being developed to help Managers in using the tool.

Potential for RM Industry Passport Scheme

Key stages to developing a passport scheme are:

• Acceptance of common standards for certain activities e.g. access to site; operation of plant and equipment; identification of waste; manual handling etc.

• Establishment of recognised and approved training programmes that deliver the right level of skills, knowledge and competence

• Creation of a list of certified and approved training providers that have been quality assessed to ensure they are delivering to the appropriate level

• Creation of a register to enable employers to have access to accurate and up to date records to competence and training achieved.

Reduction in duplicate/unnecessary training

Increased speed in getting people to work

Enhanced competence resulting in a reduction in down time from incidents

What can waste supervisors do to engage with this ..

• Skilled supervisors/managers are critical to the success of services and organisations - more than ever before

• Good supervisors/managers attract candidates, drive performance, engagement and retention, and maximise employees’ contribution to the organisation

• They also have a big impact on turnover and retention

• Facilitating employee learning and development should be a non-negotiable competency for managers

(Google/ Gallup studies - behaviours that characterize its most effective managers – mentoring/coaching and learning & development takes place within work)

Some challenges …Culture of mentoring/coaching your employees

o Historically, managers passed on knowledge, skills, and insights through coaching and mentoring – adopt these

Short-shelf life of learning and development needs

o Staff need to learn rapidly and regularly – embed it into everyday working day

Staff own career development (with your support)

o The development and growth of your workforce is vital to your ongoing success, ability to innovate, and overall productivity.

Provide flexible learning options

o Telling employees they need to engage in more learning and development activities can leave them feeling overwhelmed

Embracing technology

o Adopt on-demand and mobile solutions that make learning opportunities more readily accessible for your people - 5 generations actively in the workforce

It’s the old adage of “lead by example.”

o If managers want employees to engage in learning and development, then they need to show that they are actively pursuing their own personal learning journeys as well.

Some Solutions …Encourage more peer-to-peer coaching

o Offers some of the richest, most valuable learning in an organisation

o ‘Reverse mentoring’ where a younger generation employee partners with a more senior employee

Tap into the potential coach within everyone

o Hidden within many individuals is a fountain of information and knowledge waiting to be shared with the broader team

o Encourage your own team members to become coaches and trainers by allowing them to hold their own mini-seminars on an important topic or skill

ZWS Workforce Development Upskilling Programme

ZWS Short Training Programmes

Frontline Communications Training

Updated Core programme + 6 new modules:

Household Waste Recycling Centre (HWRC)

Street cleansing staff which will be based on the national litter and fly-tipping

strategy

Materials Recovery Facility (MRF) Staff based on the new MRF Code of

Practice and Guidance

Contamination

Promotion of Services

Material Value and Reuse

Repair Skills (Pilot)

MRF Quality Training based on new COP and Guidance

Thematic Workshops

• FLES Award – Working at Heights Unit – optional now

• HNC in Sustainable Resource Management

• MA in Sustainable Resource Management

Developing the Workforce Programme 2015 – 2018

Mentoring Skills for frontline staff

Coaching for Supervisors

Planning and Delivering Training to Groups

Delivering Toolbox Talks Effectively

Assessors

Development of a capacity building programme for SMEs

Skills For Growth

Healthy Working Lives

ZWS Support for Qualifications /Accredited Training ProgrammesSupport for Formal Qualifications

Time to SWITCH on 17 Feb 2016 Glasgow Formal Launch of Competence Framework

• Keynote speakers – to talk about how leadership, competence and safety are interlinked

• Workshops:

- MAs in SRM (GCC)

- HWRC Operator Guide (Renfrewshire)

- Occupational Health (Moray/NHS Grampian)

- East Lothian Council Developing People

- Upskilling Training Programmes available

• Putting the competence framework into practice:

- Wm Tracey’s Training Academy

- Fife Council’s Level 1 Induction Programme

- Binn Group their experience of using the self-assessment tool

- Demos on Framework and self-assessment questionnaire

SWITCH

For the industry

By the industry

For further information:

switch@zerowastescotland.org.uk

Scottish Waste Industry Training Competency and Health & Safety